HR Project Leader

BAC (Baltimore Aircoil Company, Inc.); Jessup (MD); On-site; USD 108,000 - 185,000; Full time

Benefits offered by this job

Bonus incentive program

Comprehensive benefits package

401k and EBOP

Job summary

Baltimore Aircoil Company, Inc. seeks a Human Resources Project Leader to drive people readiness for major expansion initiatives.

You will partner with the Product Owner, business leaders, and HR stakeholders to ensure the organization has the talent, leadership, systems, and employee experience required for successful implementation and long-term sustainability. This highly visible project leadership role requires broad HR expertise, strong business judgment, and the ability to lead through

Qualifications

• Minimum of 10 years of progressive HR experience with large-scale initiatives.
• Minimum of 5 years of HR manufacturing experience, preferably plant/factory based.
• Bachelor's degree in HR, Business, OD or related field; advanced degree or certification preferred.

Responsibilities

• Lead the people readiness strategy and plan aligned with Expansion initiatives.
• Assess workforce risks and readiness gaps; develop mitigation plans.
• Develop and execute workforce plan, including structure, headcount, ramp, location strategy, capabilities, and resourcing.
• Oversee compensation and job architecture activities with Subject Matter Experts.
• Coordinate HR systems requirements and readiness with stakeholders.
• Develop recruiting strategy with Talent Acquisition and onboarding timing.
• Lead leadership selection and wider talent decisions for project success.
• Manage communications and change activities for clear, timely updates.
• Ensure employment policies and local practices are identified and addressed with HR and Legal.
• Coordinate benefits and onboarding readiness for a consistent employee experience.
• Define training strategy, skills matrix, and certification needs for roles.
• Define culture and engagement programs to support effective transition.
• Create and manage integrated HR project plan with milestones, risks, and decisions.
• Develop the HR Leader and team through coaching and transition planning.
• Measure progress and outcomes using data and stakeholder feedback.

Skills

HR experience

Organizational design

Transformation initiatives

Talent acquisition

HRIS

Employee relations

Learning & engagement

Change leadership

Executive communication

Stakeholder management

Education

Bachelor's degree

Advanced degree or certification preferred

Tools

HRIS

Job description

POSITION OVERVIEW:

The Human Resources Project Leader is responsible for leading the people readiness strategy and execution for major business initiatives aligned to expansion. Working in close partnership with the Product Owner, business leaders, and Human Resources stakeholders, this role ensures the organization is prepared with the talent, leadership, capabilities, systems, and employee experience required for successful implementation and long-term sustainability.

POSITION OVERVIEW:

The Human Resources Project Leader is responsible for leading the people readiness strategy and execution for major business initiatives aligned to expansion. Working in close partnership with the Product Owner, business leaders, and Human Resources stakeholders, this role ensures the organization is prepared with the talent, leadership, capabilities, systems, and employee experience required for successful implementation and long-term sustainability.

PRINCIPAL ACCOUNTABILITIES

• Own the overallpeoplereadiness plan aligned with the Product Owner’s organizational design, businessobjectives, implementation timeline, and operating model.
• Assess workforce risks, talent constraints, and organizational readiness gaps, developing mitigation plans to support project success.
• Develop and execute the workforce plan, including organizational structure, headcount requirements, ramp timing, location strategy, critical capabilities, and resource needs.
• Lead compensation and job architecture activities, including role definition, job leveling, career framework alignment, and compensation considerations in partnership with theappropriate subjectmatter experts within BAC.
• Coordinate HR Systems requirements and readiness, including organizational data, position structures, employee records, reporting needs, and system dependencies partnering with the key stakeholders and internal resources.
• Develop the recruiting strategy in partnership with Talent Acquisition, including demand planning, talent profiles, sourcing approach, selection process, hiring priorities, and onboarding timing.
• Partner with business leadership on leadership selection and broader talent decisions toestablishthe structure and capabilitiesrequiredfor success.
• Lead workforce communications and change activities, ensuring employees and leaders receive clear,timely, and consistent information throughout the project.
• Ensure employee relations requirements, employment policies, and local practices are identified, evaluated, and addressed in partnership with HR and Legal resources.
• Coordinate benefits and onboarding readiness to support a consistent, compliant, and positive employee experience.
• Establish the training strategy, skills matrix, qualification requirements, and certification approach needed to prepare employees for their roles.
• Define culture and engagement programs that reinforce the desired ways of working and support organizational effectiveness during transition.
• Create and manage the integrated HR project plan, including milestones, decisions, interdependencies, risks, issue resolution, and progress reporting.
• Build the capability of the assigned HR Leader and team through knowledge transfer, coaching, tools, and structured transition planning.
• Measure people-readiness progress and outcomes, using data and stakeholder feedback to identify gaps and adjust plans.

NATURE AND SCOPE

This is a highly visible project leadership role requiring broad HRexpertise, strong business judgment, and the ability to lead through influence in a complex, cross-functional environment. The position works across business, functional, and geographic boundaries and must integrate multiple HR disciplines into one cohesive people-readiness strategy.

The roleoperateswith a high degree of independence and is accountable foranticipatingworkforce implications, clarifying ownership, escalating risks, andmaintainingmomentum against project commitments. Success requires balancing strategic thinking with disciplined execution while navigating evolving business priorities, regional requirements, and organizational complexity.

REQUIRED KNOWLEDGE & SKILLS

• Minimum of 10 years of progressive Human Resources experience, including ownership of large-scale organizational, operational, or transformation initiatives.
• Minimum of 5 years of HR manufacturing experience, preferably in plant/factory based.
• Bachelor's degree in human resources, Business, Organizational Development, or related field required; advanced degree or relevant professional certification preferred. Will consider additional experience in lieu of degree.
• Demonstrated experience developing and executing integrated people strategies across workforce planning, organizational design, talent acquisition, compensation, HRIS, employee relations, onboarding, learning, and engagement.
• Strong project and change leadership skills, with the ability to translate strategy into clear plans, milestones, ownership, and measurable outcomes.
• Experience supporting organizational start-ups, expansions, transformations, integrations, or other large-scale workforce changes strongly preferred.
• Working knowledge of employment practices and the ability to partner effectively with regional HR, Legal, Total Rewards, HRIS, Talent Acquisition, Communications, and Learning resources.
• Ability to influence senior leaders, facilitate decisions, resolve ambiguity, manage competing priorities, and drive accountability without direct authority.
• Excellent written, verbal, facilitation, and executive communication skills, with the ability to tailor messages for different audiences.
• Strong analytical and problem-solving capability, including the use of workforce data to identify risks, evaluate options, and guide decisions.
• Experience working across regions and cultures in a global organization preferred.
• Demonstrated discretion in handling confidential and sensitive employee and business information.

WORKING CONDITIONS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. This role will entail significant domestic travel (up to 75% depending on location of applicant) and possible international travel may be required based on project activity and business needs.

BAC Hiring Compensation Range: $108200-$185200

BAC offers a comprehensive benefits package to include medical, dental, vision, paid time off, 401k, employee stock ownership plan, and more. Please see additional details on the BAC website atwww.Baltimoreaircoil.com.

BAC Employees are eligible to participate in an annual bonus incentive program.

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.